Salesforce’s Post

Another successful Inclusion & Diversity Day. Check out the link below to learn more!

For any of my HR friends in DEI roles, this course is a great way to learn how to include religious diversity in your DEI efforts.

In an age where equality is more than a buzzword, it’s worth thinking about our everyday language. ‘Man-Made’ - a term that traditionally blankets human innovation, neglects the contributions of so many. Let’s shift our vocabulary to be more inclusive; ‘Human-Made’ or ‘People Made’ better reflects the collective effort of all genders in progress and creation. It’s not just about semantics—it’s about recognition. Join the conversation.

Given the number of "DEI is over/under attack/ineffective, etc." click-bait articles, I thought I would share the attached, excellent article (as well as some portions of the piece below) which outlines the fact that DEI initiatives, done right, actually work. _______ 'Inclusion, as we define it, creates the conditions in which everyone can thrive and where our differences as varied, multidimensional people are not only tolerated but also valued. A willingness to pursue the benefits of D.E.I. — the full participation and fair treatment of all team members — renders organizational wholes greater than the sum of their parts.' ... 'Erik Larson’s firm, Cloverpop, helps companies make and learn from decisions. When Mr. Larson and his research team compared the decision quality of individuals versus teams, they found that all-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time. If you’ve ever called a grandparent for advice or tested an idea with a skeptical teenager, you get what this research was trying to quantify. We often learn the most from people who think most differently from us.' ... 'Individuals...are more likely to share their views in an environment that does not belittle, or worse, punish those who offer differing opinions, particularly to more powerful colleagues. In a recent study of 62 drug development teams, Ms. Edmondson and Henrik Bresman found that diverse teams, when assessed by senior leaders, outperform their more homogenous peers only in the presence of psychological safety. More diversity is not always better — from a performance standpoint, diversity without inclusion can actually make things worse.' ... 'Inclusion work is a way to create the conditions where people you don’t already know — those who are separated from you by more than one or two degrees — can succeed. For example, many U.S. tech companies have successfully created workplaces where young, straight, white men they know can thrive, but have a harder time recruiting, developing, promoting and retaining women, people of color, people from the L.G.B.T.Q.+ community, people over the age of 35 and the young, straight, white men they don’t know. Organizations with these outcomes are typically relying too much on familiar networks — the people they know — and when they find someone good enough in those networks, they stop looking.' ... 'We know that historical change is like sleep. It happens gradually, sometimes fitfully, then all at once. We are in the fitful stage of our evolution toward truly inclusive organizations. But let us not get confused: Inclusion is an end goal that channels universal hopes for meritocracy, reflects America at its best and creates the foundation for an even more competitive future.'

Check out my blog post In the vibrant tapestry of humanity, diversity is not just a buzzword; it's the essence of our existence. As we celebrate National Diversity Month this April, it's an opportune time to reflect on diversity's beauty and richness in our lives and communities. https://wix.to/5RAGyRh #newblogpost

Affirmations for inclusive coaches: Linbert Spencer OBE, EMCC Global Lead on Inclusion, Diversity and Equality, continues his blog series on the power of affirmations for use by inclusive mentors, coaches and supervisors https://bit.ly/45b74iE

🌈 Companies often tout their commitment to diversity and inclusion, but what happens when they receive a discrimination report from an employee? Our experience show that many go silent, raising questions about the authenticity of their commitment. Is it a genuine desire for change or merely 'rainbow-washing'—a facade to appear inclusive? We at www.Free-Equal.com believe in fostering conversations that lead to real change, especially among LGBTQ+ individuals. Let's hold companies accountable for more than just their words. #letsstarttalking #DiversityandInclusion #Accountability #LGBTQ #pride365

Dear Companies, it is important to remain mindful of historical events such as the running genocide and to prioritize your diversity and inclusion initiatives. choose the right side.

Learn the importance of authentic LGBTQIA+ allyship at work. Explore actionable steps to support marginalised colleagues through challenging conversations, education, and fostering an inclusive culture. Embrace Pride Month as a catalyst for year-round allyship and inclusivity in the workplace.

Learn the importance of authentic LGBTQIA+ allyship at work. Explore actionable steps to support marginalised colleagues through challenging conversations, education, and fostering an inclusive culture. Embrace Pride Month as a catalyst for year-round allyship and inclusivity in the workplace.